By Darren Scott, Scheduling Coordinator

The concept of “scheduling” is not new; the pyramids are over 3000 years old, Sun Tzu wrote of scheduling strategies 2500 years ago, transcontinental railways have been built for 200 years, etc. None of these activities could have been accomplished without a form of scheduling.

Shift work has existed from ancient times, based on the need for watchmen of kingdoms and military. Our modern-day shiftwork traces back to the late 1800s. With the invention of the lightbulb and the increased costs of assets and start-up times, industries like steel mills, iron foundries, and textile mills were urged to run production 24/7.

At first, the schedule patterns split the workforce into a day and night crew that typically rotated. The first crew would work for 13 straight days on 12-hour shifts, followed by a continuous 24-hour shift. This exhausting day was immediately followed by 13 straight night shifts, with one day off at the end before starting this work pattern again.

This schedule resulted in high rates of accidents and injuries. With few regulations, employers had little incentive to consider a more humane design when running a 24/7 operation. Thankfully, this practice ended with the development of new and better-balanced schedule patterns designed to decrease workplace injuries. Two of these patterns have dominated all 24/7 industries.

The most popular used pattern is called the DuPont Rotation or Pitman Schedule. This pattern’s biggest advantage is “every other weekend off”, by setting up 12-hour shifts on a 2-on 3-off, 2-on 2-off, 3-on 2 off, 14-day rotation. An organization using this pattern will require four crews, consisting of two day crews and two night crews. The favourability of weekends off makes this pattern highly desirable by both workers and employers.

Scheduling has come a long way and is now automated through software. There are many patterns and algorithms available to balance the needs of the workers and employers.

By Michael Moledzki, Training Coordinator - Residential/Commercial Division

On Thursday November 14th 2019, I was lucky enough to attend a special event with our client, Shelter Movers. Shelter Movers is a National Organization that provides free moving and storage services to women and children fleeing abuse.

This is such a great non-profit organization that we are teaming with. A.S.P. RES/CIC provides security guards for each move. Guards are there to ensure that the movers and the family moving are protected and secure during such a critical time.

The event was called A Moving Affair: Expanding Horizons, and was hosted at Arcadian Court in the heart of downtown Toronto. It was held for the people that have put in all the long hours, and hard work to make sure their company is helping people for many years to come. It was also a night that saw 52 donations of $200 (cost of 1 family move) for the next year. I got to enjoy a great event of live music, dinner and drinks with friends. I also met a few awesome people, including Lucy DeCoutere (Trailer Park Boys) and Dwayne De Rosario (Canadian Soccer Legend).

If you would like to make a donation or volunteer on a move, please visit

By Noah Thompson, Senior Manager, Projects and Information Systems

A.S.P. cares about the communities in which we operate. We have participated in numerous client charity events throughout our years of operation. This past September, A.S.P. participated in ALS Canada Plane Pull to End ALS 2019 at Billy Bishop Toronto City Center Airport.

Pulling a plane is difficult, but it’s nothing compared to the weight that 3,000 Canadians and their families carry with them every day living with ALS. Participation and fundraising help to create a better reality and a brighter future for people living with ALS.

The turnout was phenomenal and assisted ALS Canada to set a record year for fundraising of over $170,000 in 2019.

We would like to thank Nieuport Aviation for inviting us to participate in this fantastic event!

By Noman Butt, Service Delivery Manager - Ad Hoc, Aviation Services Division

It gives me immense pleasure to announce that A.S.P. was one of the proud sponsors for the 12th Annual Runway Run at Toronto Pearson International Airport. It was another exciting day for A.S.P. employees and management. On September 21, 2019, 2200 spirited runners participated in a 2k walk or 5k run on a runway that was closed for the special occasion.

The iconic event raised $100,000 for the benefit of the community, with the help and cooperation of participants, sponsors and employee volunteers. All the funds raised went to the Propeller Project. This is one of the prestigious fundraising events undertaken by the Toronto Pearson Airport. Since its inception, the Propeller Project has raised a million dollars. All the proceeds went to support local charities and community-building initiatives.

I am extremely proud to announce that this year, A.S.P. sponsored all our employees who participated in this event. I would like to take this opportunity to congratulate Margaret Bauman, Farhana Farrukh, Zirjana Haxhiaj, Kuldip Singh, Jasdeep Hayer, Javone Rowe and Sherrie Storimans, for their participation in this event.

On the day of the event, 12 employees and 1 supervisor were deployed around the runway. The Primary Security Line (PSL) was extended between 0430-1400 hours. A.S.P. Managers Garinder Grewal and Noman Butt were also present to oversee the event. Once again, A.S.P. rallied behind GTAA to make this event a big success.

By Ramakrishna Malkapuram, Training Coordinator

In all organizations, big and small, the challenge is to keep all the employees connected and engaged. A 2017 Gallup survey called “State of the Global Workforce” indicated that only 15% of workforce are engaged in the workplace.

What this means is a majority of the workforce are either viewing their workplace negatively or doing the bare minimum to get through their day. Employee engagement is more important than ever. It has a dramatic impact on the behaviors of the employees. For example, it would make an average employee exceed expectations and an employee with bad attendance become punctual. More importantly, it has a huge impact reducing the turnover in the organization. Let’s be honest – it is not easy to keep front-line workers happy and engaged all the time. However, it should not discourage organizations by not putting enough effort in this direction.

Changing jobs isn’t all about money. Younger employees may accept a lower wage as long as they get a chance to work at a place that engages them constantly. Employee engagement is not a one-time activity. It has to have a continuity that builds trust amongst the employees. A report shows 84% of the employees who are engaged or recognized tend to go over and beyond their expectations.

The following tips are just a few very important employee-engagement activities:

  • Help employees get to know each other. Creating a strong bond is critical. Organize a lunch with people in different departments. Encourage people to mingle.
  • Start a mentorship program. The most rewarding thing is to help others. Provide opportunities for employees to grow.
  • Encourage Health and Wellness. It’s tough to go to work when you aren’t feeling well. Provide funds for any activity that makes a person feel good for example Gym Membership, Massage therapist.
  • Onboarding. Engagement starts on day one, by making sure new hires have excellent experience during the onboarding process. Be clear about responsibilities and goals.
  • Recognize employees. Mention key employees in newsletters or press releases when appropriate.
  • Celebrate accomplishments. Broadcast achievements of employees to the entire organization.
  • Ask for employees’ engagement ideas.
  • Cross Training. Give the employees an opportunity to learn a new skill.
  • Promote within. Promoting employees from within keeps employees motivated. It sends a signal to others that there are opportunities to move up within the organization.

Employees are the most valuable resource for any company.

Employee engagement directly affects a company’s performance and productivity. Hence, it is very important to motivate and engage employees to improve the performance of a business.

By Neeru Panjwani, Human Resources Generalist

A.S.P. believes that all employees should be treated fairly. We promote employment equity in the workplace to ensure that women, Aboriginal people, persons with disabilities and members of visible minorities are well represented at all levels of our organization. Our employment equity program ensures that our hiring and promotion practices are based on qualifications and ability.

As part of our employment equity program, the organization is also required to collect and submit information about our workforce that is covered under Canada Labour Code (Federal Employment Law) annually. Identification of our employees as a member of a designated group (Women, Aboriginal People, Persons with Disabilities and Visible Minorities) will help us create an accurate picture of our workforce and will assist in developing and implementing programs to support and celebrate our diversified workforce. The programs will be applicable to all our employees irrespective of whether they are covered under Federal or Provincial legislation.

In order to collect the information from our federally regulated employees, you will be contacted via email by the HR department and will be requested to complete a questionnaire. Please be advised that the completion of the questionnaire is voluntary, and you may select the “prefer not to answer” option. However, it will be mandatory to submit the signed form, even if you choose not to fill out any additional information.

The responses that you provide on the form will be retained for statistical purposes only; your confidentiality is protected. We encourage you to review, update and correct information about yourself at any time. Your information will not be used for unauthorized purposes.

The information you provide is collected under the authority of sections 18 and 42 of the Employment Equity Act to enable our organization to collect workforce data, comply with employment equity legislation and implement employment equity in the workplace.

Your information will be grouped with other employees’ data and shared with the Labour Program of Employment and Social Development Canada (ESDC) for the purpose of complying with employment equity legislation under the Legislated Employment Equity Program. [Under the Legislated Employment Equity Program, the aggregate employee information will be shared with the Canadian Human Rights Commission and with the general public.]

The information you provide may be used and/or disclosed for policy analysis, research and/or evaluation purposes by ESDC. However, these additional uses and/or disclosures of your personal information will never result in an administrative decision being made about you.

Remember, your participation is appreciated and will help us create an accurate picture of our workforce and assist us in developing and implementing programs to support and celebrate our diversified workforce. Watch for an email from HR about where you can go to complete your questionnaire!

By Paul Parkinson, Director, Finance

I am happy to announce two new additions to the A.S.P. Accounting team in Burlington! In August, we welcomed Mary Clair Zillmer. Mary Clair’s primary responsibility is invoicing and receivables collections. Mary Clair joined us with a wealth of experience and has already made an impact.

We also welcomed Shelly Matthews, who just joined the team on December 2 and is already off to a strong start in learning about A.S.P. and its culture. Shelly too will be primarily focussed on receivables and providing backup where necessary.

With the rapid growth of the business and to meet the needs of our customers, both Mary Clair and Shelly are being trained for treating the customers with respect. Shelly and Mary Clair are maintaining the A.S.P. rapid response standard and fostering continued great relations.

They join Sherrie Storimans and Giselle Lopes in our continued efforts in being a first-class Accounting team.

Mary Clair Zillmer 
Shelly Matthews

By Jim Catney

Another year is quickly coming to an end and I would like to thank every employee for their continued daily efforts in providing our various services throughout Ontario and Alberta. We have enjoyed another successful year at A.S.P.! Our success could not be achieved or sustained without your commitment to delivering quality customer service and security.

Jim Catney, Vice-President, Aviation and Transportation

As we look forward to 2020, we are excited to announce that we will be opening our new A.S.P. Employee Centre near Toronto Pearson International Airport. The A.S.P. Employee Centre will be our primary location for recruitment, training and uniform distribution.

There will be a formal announcement in early January to communicate the location and the official opening date.

Employee engagement and support will be a key area of focus for the entire management team in 2020.

The senior management team attended an Employee Engagement Strategic Planning Retreat in October and identified several initiatives and opportunities to improve how we can support and engage with our employees. The management team throughout A.S.P. is committed to continuing to improve the work environment for our employees at all work locations.

Finally, I would like to wish everyone a safe and enjoyable Holiday Season. I hope that you are able to enjoy some quality time with family and friends.
Happy New Year!

By Petra Nash, Executive Assistant

Most companies will use social media to benefit their business and engage with employees. Social media can be used for business purposes, as well as personal use. At A.S.P, we have expectations not only for Corporate Office staff, but all employees to lead by example and to be cautious when it comes to posting business-related information on social media.
Below is a list of some basic advice we as a company adhere to in order to avoid common social media mistakes.

  1. Understand the social network: Different social media platforms have different purposes. For example, it’s common to see more personal status updates on Facebook than LinkedIn. Before posting become familiar with the network by reading FAQs and quickly researching what is and is not acceptable.
  2. Correct your own mistakes: When you make a factual error in a post (or an error in general), create an update and correct it. Deleting or editing the original post should come at your own discretion, depending on the situation.
  3. Beware of potential security threats: Hackers can use social networks to distribute spam and malware. They can also launch phishing attempts. You should report suspicious activity, including questionable comments and friend requests.
  4. Be careful when sharing information about yourself or others: Hackers can also use personal information to their advantage.
  5. Don’t escalate the issues: Responding to other social media users, especially concerning a contentious subject, can result in a heated argument. To avoid such arguments, it may be best to avoid commenting if you feel you may spark conflict.
  6. Think before posting: This is the golden social media rule. Not only should you check grammar and spelling but ensure there won’t be any negative effects of posting a status update. These include creating arguments and divulging sensitive information.
    Be cautious when posting anything related to the business on your personal social media accounts. As the social media landscape is constantly evolving, we encourage employees to think about new ways to use company accounts. If you have any ideas, please email them to Petra Nash (

By Paul Parkinson, Director, Finance

Thank you to all employees that are following our recommendations from the previous newsletter.

By checking your employee portal before the pay period ends, we have been able to reduce the number of adjustments required after payroll has been processed. Give yourselves a pat on the back!

In case you missed it from the last article, employees are advised to check their employee portal on InTime to ensure the proper worked hours are recorded. If there’s something different, please speak to your supervisor, manager or scheduling to get this updated. You can check your portal as often as you like.